Workforce Training and Development

• Learning, training, and development are vital for an organization's success.
• Employees gain necessary knowledge, skills, and attitudes through it enabling them to perform effectively, leading to organizational success.

Training Defined

• The aim is to improve an employee's skills, knowledge, and capabilities, boosting their job effectiveness.
• Training involves structured methods to impart knowledge and cultivate necessary skills for satisfactory job performance.
• It's crucial for managing employees and caters to the needs of individuals and the organization.
• Managers use planned, systematic instruction to facilitate learning.
• Terms like "learning," "training," "development," and "education" are often used synonymously.

Strategic Integration

• Learning, training, and development are key HR functions that boost organizational effectiveness and efficiency.
• These activities should align with an organization’s goals and strategy.
• Learning and development are interconnected with other HR functions like Performance Management, Career Management, and Workforce Planning.

Benefits of Effective Programs

• Quality improvements in goods and services
• Reduction in accidents and associated expenses
• Decreased rework
• Enhanced employee morale and productivity
• Improved organizational performance and market competitiveness
• Strengthened workforce quality
• Increased employee retention rates

Learning/Training Objectives

• Improving workforce quality and performance
• Promoting professional career development
• Familiarizing employees with new work methods, including technology
• Accelerating the acquisition of necessary job-related skills and knowledge
• Enhancing health and safety awareness

Forms of Learning/Training

• Equips employees with necessary job skills and knowledge crucial to an organizations success
• Knowledge management
• Industrial learning and development
• Self-directed learning
• E-learning, coaching, and mentoring
• Blended learning
• On-the-job training seminars/workshops
• Conferences and management development

On-the-Job Training

• It develops skills/knowledge for semi-skilled/unskilled employees.
• Employees learn by observing and doing, often under supervision via demonstration, simulations, or apprenticeships.
• It's less structured, may involve less qualified supervisors, and can be monotonous potentially impacting motivation.

Off-the-Job Training

• Also known as the classroom method, takes place outside the usual work setting in training centers or similar venues.
• It includes lectures, conferences, group discussions, case studies, and role-playing.
• Focus is on theories, concepts, and problem-solving, and is often used for large groups, promoting engagement through networking and sharing experiences.

Theories of Learning/Training

• Learning and training theories explain how learning occurs and what drives it.
• These theories shed light on why people behave in certain ways and how behaviors are learned.

Operant Conditioning/Reinforcement Theory

• B.F. Skinner (1953) proposed that behavior changes when people respond to environmental stimuli.
• Reinforcement, a key part of this theory, strengthens desired behaviors.

Stimulus Response Theory

• Gagne (1977) proposed that learning/training is driven by a need to learn, which in turn stimulates learning .
• Responses facilitate skill/knowledge improvements to improve performance in training.

Cognitive Learning Theory

• Jean Jacques Piaget (1896-1980) suggested that knowledge is acquired through the absorption and internalization of principles and facts.

Experimental Theory

• Roggers (1983) stated that experiences facilitate learning and environments encourage individuals to think and act constructively based on their experiences.

Social Learning Theory

• Wenger (1998) suggested social interaction is essential for effective learning and development.

Psychological Theory

• Erick Erickson (1902-1994) suggested that environmental factors influence learning, training, and development.

Learning Styles

• Learning/training styles are the typical ways people acquire and process information.
• This refers to the differences in how effectively people accumulate and assimilate information.
• Individuals have varying preferred learning styles categorized into three types:

Visual Learning

• Visual learners learn best by seeing things.
• They often describe things based on appearance.
• Visual aids like photos, videos, diagrams, maps, and graphs help them learn.

Auditory Learning

• Auditory learners are good listeners.
• They learn best through lectures, discussions, and audio recordings.

Kinesthetic Learning

• Kinesthetic learners prefer hands-on learning.
• Hands-on projects and activities are very effective for these learners.